Hiring

This policy applies to all student programs where student leadership is not made by elections. This applies to paid and unpaid positions.  Students are required to meet with their SALP advisor before beginning any hiring process.

Minimum Requirements

Position Description

The position description for any paid position must be developed by the organization and approved by the SALP Advisor prior to hiring for the position.  It should be written at the time that funding is requested for the position, and be approved by the Student Fee Committee.  All stipend positions must follow the Educational Activity Stipend Policy which follows.  (Student Activities and Leadership Policy/ Dean of Students/ SFC Guidelines)

Determining Pay

For hourly employees, the pay scale is determined by Human Resources. 

For stipend positions, the pay scale is determined by the Educational Stipend Policy. 

Hiring Person/Committee

Before beginning hiring, the organization must determine who will make the hiring decision.  The hiring process should be outlined in the student organization constitution. 

More than one person should be involved in selecting candidates, interviewing, and hiring.  Faculty members involved with the organization may be part of the hiring process, but may not make final hiring decisions. The final candidate must meet with the SALP Advisor and complete all HR paperwork before their first day of work. (Student Activities and Leadership Program policy and Human Resources policy)

Hiring Criteria

Before beginning any hiring process, you must identify the minimum and preferred qualifications the hiring person or committee will use to make the hiring decision.  These qualifications must be available for interested people to read.  (Student Activities and Leadership Program policy)

Publicity Criteria

Because these positions are funded by student fees, as many students as possible should be aware of the position and have the opportunity to apply.  Therefore, all positions should be advertised in a minimum of two different ways for a minimum of one week. (Student Activities and Leadership Program policy)

Application Deadline

The period for accepting applications should be open long enough to allow students adequate time to respond.   Usually two weeks is adequate.   If an unexpectedly low number of applicants respond by the original deadline, and if no applications have been reviewed yet, the deadline may be extended.  However, the extension must be publicized in the same manner as the original listing and must allow adequate time for additional students to reasonably respond.  Deadlines may not be extended to accommodate any individual applicant or prospective applicant. (Student Activities and Leadership Program policy)

Considering Applicants

It is suggested that you have the SALP advisor screen all applicants to determine minimum qualifications are met.

All applications must be reviewed in conformance with Affirmative Action guidelines and University policy.  While it is not necessary to complete the Affirmative Action paperwork, you must consider all applicants on a fair and equal basis.  Consult your Advisor with any questions. (Student Activities and Leadership Program policy)

What to do Once You Have Selected Your Candidate  

The final candidate must meet with the SALP Advisor before their first day of work.  Students getting paid must complete all HR paperwork before their first day of work. (Human Resource Center policy)

Approval of Hiring Policy

The above sections developed by Student Activities and Leadership Programs were approved by the SALP Advisory Board 5-29-08.  All other sections are subject to change by the specified department.